Table of Contents
- 1 How to identify limitations through the leadership gap analysis
- 2 How to conduct the leadership gap analysis
- 3 Barriers to bridging the leadership gap
- 4 Advantages of conducting the leadership gap analysis
- 5 Gap Analysis Tools
- 6 SWOT Analysis Tool
- 7 PEST Analysis tool
- 8 Fishbone diagram tool
Leadership gap analysis is an analysis done to improve the leadership structure of an organization. Assembling and grooming an organization’s management team is not about perfection. It is all about progress. There is no such thing as perfect leadership. Hence, every member of the management team must sharpen their leadership skills.
In most cases, the leadership gap is not noticed in an organization. Until there is a crisis or a project fell off the track. Everything seems to be okay and working well even when there is a leadership gap, but problems make it more obvious. Leadership gap analysis is a reporting process used to improve processes within various industries. Ultimately, a robust leadership gap analysis allows project managers and leaders to determine where their business is—and where they want to be.
Leadership gap analysis compares the organization’s current state with an ideal state or goals. This underlines drawbacks and opportunities for improvement. It helps you know what to fix, remove or improve to take your company to the next level. You might have an idea about moving the organization forward as a leader; in the same manner, your workers might have different opinions.
Instead of taking guesses and doing trial and error, why not do a leadership gap analysis?
How to identify limitations through the leadership gap analysis
Here are some critical steps to take in identifying leadership gaps in your organization.
Hold meetings with experts and consultants.
The first step to identifying leadership gaps is meeting with experts in the field. They help you to identify gaps by asking series of questions and giving hints on what to do. As said earlier, the leadership gap in most cases doesn’t show except when challenges come. The leadership of an organization should take a time-to-time update on the leadership gap in the organization.
Use assessment tools
Assessment tools can also help identify leadership gaps in your organization. There are different assessment tools available for use by leaders and workers themselves. It’s therefore essential that results from these assessment tools are understood and worked upon.
Engage your employees anonymously
Another way to identify the leadership gaps in your organization is by anonymously asking your employees questions and acting on their feedback. This could be done by organizing a survey that keeps the workers anonymous but gives vital feedback on critical issues.
Doing regular check up on the leadership structure
The leadership structure of an organization is fundamental. Do a regular check-up on the leadership structure – to know their shortcomings and ways to improve it. Gaps can be more glaring when you do this. Observe the leaders’ relationship with the workers.
Do regular assessment meetings.
This has often proven to be the best way of identifying leadership gaps in an organization. Doing a general meeting with all the leaders and staff can give you an insight into what is happening. Give everyone the opinion to anonymously write down their excitement and displeasure. You can then tackle it one after the other. This could happen yearly or once in 6 months.
How to conduct the leadership gap analysis
- Review your organization’s strategy: In conducting a leadership gap analysis, you must review your organization’s strategy. Conduct a SWOT Analysis to know what your strengths and weaknesses are. What are your core values? How do you intend to achieve them? What are you doing currently that encourages it? What is your organization’s competitive advantage over competitors? What are the threats to the development of your organization? Where do you see your organization in the coming years? Answering these questions will give you a connection between your strategy and what is needed for leadership.
- Identify your ideal future state: Have a bigger picture than what the company is currently. Review each department of the organization and check for where competence is lacking or too concentrated. You can create a competency model for your organization if you don’t have one. Identify the skills, knowledge, and competence needed to take the organization forward.
- Decide what you want for the organization: If you don’t have a goal, you will never know what to improve. The workers or employees will not be persuaded when there is no clear vision. Decide where you want the organization to be in the coming years and make your stance obvious.
- Find the gap and analyze solutions: After completing the first two steps, the gap is identified. You know where you are and where you want to be. There is a clear difference between your performance and your potential. Finding solutions to these gaps is next. Analyze the gaps, the causes, and how to solve them. Working together with the team will hasten the solution.
- Create and implement plans for sustainability: Create and implement a strategy that doesn’t leave anyone out. After identifying the gap and the best solutions, a significant change might occur. Therefore, create a plan that carries everyone along. So that these gaps will not come up again in the future, create a good sustainability plan.
- Invest in leadership training: You can’t be everywhere in the company at the same time. It would help if you had leaders in each department and subgroup. You need to invest in those leaders. You can do this by organizing leadership training, conferences, and summit. Current leaders in the organization must attend such training. Potential leaders in the company should also be given the opportunity.
- Evaluate your organization: After all the above processes have been completed, you need to evaluate your strategy and result. Evaluation makes you know if some of your steps are yielding results. You might need to call subsequent staff meetings to do the general evaluation.
Barriers to bridging the leadership gap
Bridging the leadership gap might be tasking, but it’s worth it. There are several barriers to bridging the leadership gap in many organizations today. Let’s take a look:
- Lack of goals and objectives: How will you know what to expect from your employees if you don’t have goals and objectives. You may identify the leadership gap, but it is impossible to bridge the gap without a clear goal and objective. The organization becomes static and directionless without a clear vision. To solve this problem, you need to identify what your goals and objectives are.
- Obsolete leadership ideas: Most of us know that the term leadership is about influencing people to achieve a common goal; some people or companies still define it as finding answers to everything. Bridging the leadership gap becomes very hard when a leader sees himself as the supreme solution giver. Bossy leaders create more gaps in their pursuit of bridging the gaps.
- Wrong leadership structure: Leadership gaps will not be bridged if an organization’s leadership structure is faulty. The leadership structure must align with the purpose of the organization. That is when the organization can move forward. The leadership structure must be well organized such that the employees will know what it takes to be a leader – not just because of relationship or emotional attachment.
- Technology and digital setbacks: Many organizations and employees today are struggling with the pace of technological innovations in the world. This shows a clear difference between where they are and where they want to be. Technology has reshaped the market, and competitors will leave behind any organization that is not improving.
- Lack of flexible employees: Lack of flexible employees can also be a drawback to bridging the leadership gap. This occurs when employees are rigid and not open to changes. In our fast-moving economy, changes occur almost all the time. Employees must be flexible and open to changes.
Advantages of conducting the leadership gap analysis
- It ensures that project requirements are met.
- It helps identify the areas that need improvement, such as the products and services you are offering or your competitive advantage.
- It helps to give insight into weak areas.
- It helps to uncover the difference between perception and reality.
- It helps to identify the best areas to focus our energy and resources.
- It provides information to make better decisions.
Gap Analysis Tools
These are tools that help to bridge the gap in organizations. There are lots of gap analysis tools; whichever one you choose will help you bridge specific gaps.
SWOT Analysis Tool
This stands for strength, weakness, opportunity, and threat. SWOT Analysis has been one of the oldest but most used analysis tools by organizations. This tool helps you to know where your organization stands when you can identify your strengths, weaknesses, opportunities, and threats (both internal and external).
PEST Analysis tool
PEST is an acronym for Political, Economical, Sociological, and Technological. Like the SWOT Analysis, PEST analysis helps you identify threats and minimize risk in the market. An in-depth version of this tool is the PESTLE analysis tool. It stands for Political, Economical, Sociological, Technological, Legal, and Environmental.
Fishbone diagram tool
This tool helps to examine the current situation of the organization. The most commonly used categories for investigation in this model are:
Measurements, Materials, People, Machines, Methods, and Environment.
The leadership gap analysis is essential for any business to simplify its strategies for efficiency and cost-effectiveness. If you’re pondering on improvement, join The Black Sheep Community today for guidance.